Germany and Turkey have a long history of cooperation in the labor market. Today, Turkey has a population of more than 85 million. The country is booming, its workforce is highly skilled, and many workers are seeking employment in other countries. There are many skilled workers in construction, logistics, mechanical engineering, and manufacturing. Since the shortage of skilled workers in Germany shows no signs of abating, Turkey offers a good opportunity to recruit suitable personnel—especially for industries where qualified workers from the EU alone can no longer meet the demand.
Important Note: Turkey is not a member of the EU
Unlike workers from Poland, Slovakia, or Croatia, the following applies to Turkish nationals No EU freedom of movement for workers. Turkish professionals working in Germany need a work permit and—depending on their residency status—a visa. Reputable staffing agencies handle all of these formalities. The Skilled Worker Immigration Act (FEG) has, however, made access significantly easier since 2020.
Are workers from Turkey available for the construction, logistics, and manufacturing sectors?
Yes—and to an ever-increasing extent. Turkey has a young, well-educated population with a strong tradition of skilled trades and technical expertise. Particularly in the fields of construction, metalworking, mechanical engineering, and logistics, there is a deep pool of experienced workers who are willing to work in Germany on a temporary or permanent basis.
Availability by Industry and Qualification
| Industry | Available Occupations | Level of Qualification | Demand in Germany |
|---|---|---|---|
| Construction & Trades | Bricklayers, concrete workers, roofers, drywall installers, scaffolders, facade installers | Vocational training, some with many years of experience | Very high |
| Metal Fabrication & Welding | Welder (MIG/MAG, TIG), Metalworker, Metal Fabricator, Steel Fabricator | Vocational Training + Certificates | Very high |
| Electrical Engineering | Electrician, Electrical Installer, Industrial Electrician | Vocational Training in Electrical Engineering | High |
| Production & Manufacturing | Machine Operators, Production Assistants, CNC Specialists | From entry-level to skilled worker | High |
| Logistics & Transportation | Forklift operators, warehouse workers, professional truck drivers | Forklift Operator Certification / CE Driver's License | High |
| Mechanical Engineering | Industrial Mechanics, Plant Engineers, Installers | Skilled Workers to Technicians | Medium–high |
| IT & Technology | Software developers, IT administrators, engineers | College degree or equivalent | Medium, growing |
What constitutes a flexible solution for short-term staffing needs?
When companies need staff quickly and for a short period of time, that's Temporary Staffing Ideal. The placement process is very straightforward, allowing companies to cover seasonal fluctuations and short-term projects. The advantage for companies is that the staffing agency handles the employment contracts, payroll, and all legal aspects related to the employees.
Especially when it comes to Turkish citizens, who are subject to visa and authorization procedures, working with an experienced staffing agency makes all the difference: The agency is familiar with the bureaucratic processes, has established relationships with the relevant authorities, and can significantly reduce the time required to complete the process.
Comparison: Direct Hiring vs. Temporary Staffing for Turkish Skilled Workers
| Aspect | Direct Hiring (In-House Recruitment) | Temporary Employment / Staff Leasing |
|---|---|---|
| Visa & Work Permit | Responsibility lies with the company—a complex and time-consuming process | The staffing agency takes care of everything |
| Recognition Process | Time and effort on our part, sometimes spanning several months | Service provider coordinates with government agencies |
| Social Security & Payroll | Full cost borne by the employer | On loan from the distributor |
| Accommodations & Travel | Must be organized on your own | Often handled by service providers |
| Flexibility When Needed | Notice periods are binding on the company | Assignment duration can be chosen freely (up to 18 months under the German Temporary Employment Act (AÜG)) |
| Risks Associated with Unsuitability | Probationary Period, Risk of Termination, Costs | Replacement is easy |
Legal Framework for Turkish Skilled Workers in Germany
The legal aspects are more complex for Turkish citizens than for EU citizens, but have become significantly more practical since the reform of the Skilled Worker Immigration Act. It is not only practical but also safe for companies to temporarily hire skilled workers through temporary staffing agencies. Since the service provider handles all matters related to the employee, the company faces no legal risks.
An Overview of the Most Important Legal Provisions
- Skilled Worker Immigration Act (FEG): Since 2020 (and the expansion in 2023), qualified professionals from non-EU countries such as Turkey have been able to enter Germany more easily if they can provide proof of recognized vocational training or a recognized degree.
- AÜG (Temporary Employment Act): Regulates the temporary assignment of workers—also applies to temporary workers from Turkey. Maximum assignment period is 18 months; equal pay applies after 9 months; the minimum wage must always be paid.
- Work Permit: Turkish citizens need a work permit to work in Germany, which is generally issued along with the visa. In some cases, the Federal Employment Agency conducts a preliminary labor market review (priority review—not required for skilled workers under the FEG).
- Recognition Process: Foreign professional credentials must be recognized in Germany. For trades and industrial occupations, specialized agencies (e.g., IHK, HWK, the anabin database) handle the evaluation process. Reputable staffing agencies are familiar with the exact procedure.
- Social Security: As long as no social security agreement is in effect, Turkish workers in Germany contribute to the German social security system—just like German workers.
- Minimum Wage: This applies without restriction—regardless of the employee's background or qualifications.
In which industries are workers from Turkey in demand?
There are some industries, such as construction, where workers from Turkey have always been in demand. However, there is now also significant demand in the fields of manufacturing, electrical engineering, metal fabrication, mechanical engineering, logistics, and, more recently, engineering and IT. Turkey has developed into an emerging hub, particularly in the fields of IT and engineering, where there is a large pool of skilled workers. But even in the construction industry, the demand is no longer limited to bricklayers; skilled workers in various trades are now in high demand.
Construction & Trades – The Strongest Tradition
The history of German-Turkish migration is closely linked to the construction industry. Turkish construction workers, masons, concrete workers, and scaffolders have been present in Germany for decades and are well integrated. Over the generations, they have developed a deep understanding of German construction standards and quality requirements. This is a significant advantage for companies in the building and civil engineering sectors.
Metal Fabrication & Welding – Growing Demand
Turkish industry—particularly in the Istanbul and Ankara areas—has invested heavily in manufacturing and welding technology over the past two decades. Turkish welders (MIG/MAG, TIG, electrode) and metalworkers often bring solid professional experience from the Turkish automotive and steel industries and can be trained to meet German quality standards relatively quickly.
IT & Engineering – Emerging Potential
Turkey has invested heavily in technical education in recent years. Istanbul, Ankara, and Izmir are home to major technology universities that produce highly qualified graduates. Turkish IT specialists and engineers are in high demand internationally—for German companies, this offers the opportunity to recruit qualified technical personnel who are familiar with Western work methods and standards.
What are the benefits of recruiting skilled workers from Turkey?
One of the major advantages of skilled workers from Turkey is that they are very well educated. In addition, Turkish workers are very hardworking and adapt well. As mentioned earlier, there is a long tradition of Turkish workers in Germany. All of these workers have already gained experience in the European labor market and are very familiar with German customs and the expectations of employers.
Many Turkish workers speak German or English. This makes it easier for them to communicate and integrate into the workforce. Furthermore, Germany and Turkey are culturally closer than many people realize. As a result, it is easier for these workers to find their footing in German companies.
Comparison of the Advantages of Turkish Skilled Workers
- A Long Tradition of Migration: Turkish workers have a history in Germany stretching back more than 60 years—many have relatives here and are very familiar with the country, the language, and the work culture.
- Knowledge of German: Compared to skilled workers from other non-EU countries, many Turkish workers speak German, at least at a basic level—often because of family ties or previous stays in Germany.
- Quality craftsmanship: In fields such as welding, metal fabrication, and construction, Turkish skilled workers have a strong reputation for attention to detail and precision craftsmanship.
- Motivation: The willingness to work hard in Germany is high—the wage differences provide a strong incentive for Turkish workers.
- Reaction rate: Specialized staffing agencies have existing networks in Turkey and can often provide qualified personnel more quickly than through job postings.
Integration in the Workplace – What to Keep in Mind
- Structured Onboarding: Training on machinery, safety regulations, and operational procedures on the first day—regardless of prior experience.
- Language support: Bilingual work instructions (German/English or German/Turkish) make the onboarding process much easier.
- Designated Contact Person: Having a designated point of contact at the workplace reduces misunderstandings and increases employee satisfaction.
- Clear Expectations: Clearly communicate quality standards, safety rules, and process procedures—preferably in writing and with visual aids.
Costs and Cost-Effectiveness
Finally, we must not forget the cost savings that companies achieve through this recruitment service. Wage levels in Turkey are lower than in Germany—which is why Turkish skilled workers are willing to work in Germany under competitive conditions while still delivering high-quality work.
However, non-EU citizens incur additional costs due to the visa process and, in some cases, the recognition of professional qualifications. These are one-time costs and are typically significantly reduced by a staffing agency. Once operations are underway, the cost structures differ very little from those for EU workers.
| Cost item | EU workers (e.g., Poles) | Turkish Skilled Worker (Non-EU) |
|---|---|---|
| Visa Process | Not required | One-time fee of approximately 75–250 € + processing time |
| Recognition Process | Usually recognized immediately | A one-time payment of 100–600 €, depending on the profession and position |
| Labor Costs (Ongoing) | Minimum Wage + Collective Bargaining Agreement | Identical – The minimum wage always applies |
| Social Security | The German SV System | German social security system (no tax treaty benefit) |
| Organization by a service provider | Standard | More time-consuming, but doable as a package |
Our Conclusion on Costs
The additional effort involved in visa procedures and recognition processes is real, but it is a one-time expense and manageable—especially when working with an experienced staffing agency. Starting with the second assignment of a Turkish skilled worker at the same company, much of this effort is eliminated. For longer-term or repeated assignments, the one-time costs pay for themselves quickly.
Frequently Asked Questions About Skilled Workers from Turkey
Yes. Since Turkey is not an EU member, the free movement of workers does not apply. Turkish citizens need a visa with a work permit to work in Germany. The Skilled Workers Immigration Act (FEG) has significantly simplified the process since 2020: Anyone who can demonstrate that they have completed vocational training or a degree program recognized in Germany has a good chance of receiving a visa quickly. An experienced staffing agency will coordinate the entire process.
The processing time depends on the occupation, the relevant German diplomatic mission abroad, and the workload of the authorities. In practice, it ranges from 4 to 12 weeks. With a complete set of documents and the assistance of an experienced recruitment agency familiar with the application process, the waiting time can often be shortened. In general, plan for a longer lead time for Turkish skilled workers than for EU citizens.
Yes—for regulated professions (electricians, nursing, certain skilled trades), recognition is mandatory. For unregulated professions (production assistants, many construction trades), it is not mandatory but is recommended, as it facilitates the visa application process. Recognition is handled by the Chamber of Industry and Commerce (IHK), the Chamber of Crafts (HWK), or the relevant authority, depending on the profession. The database at anabin.kmk.org provides information on how foreign qualifications are evaluated in Germany.
This varies greatly. Due to their long history of migration, many Turkish workers speak basic German or have family members in Germany. For skilled workers coming to Germany for the first time, German language proficiency at the B1 level (Skilled Workers Immigration Act) or at least A2 for skilled trades is realistic. Reputable staffing agencies assess language skills in advance and only place candidates who have sufficient communication skills for the specific assignment.
Yes, without exception. The statutory minimum wage applies to all employees in Germany—regardless of nationality, origin, or immigration status. Industry-specific minimum wages (e.g., construction, temporary work) are also mandatory. As the official employer, the staffing agency is responsible for ensuring correct wage payments and social security contributions.
Yes. As with EU temporary workers, a Turkish skilled worker can be hired as a permanent employee after a probationary period. Since the visa is generally tied to the employment, a new employment contract must be signed with the company as the direct employer upon permanent hiring. The staffing agency can provide guidance on this matter and coordinate the necessary administrative steps.